The literature on atypical employment has largely focused on the individual level. This paper provides a novel account of the dynamics of atypical employment, specifically part-time and temporary ...employment, within couples. Analyzing a sample of 29 European countries using 2016 EU-SILC data, it investigates the association between partner and own atypical employment. The results show that temporary employment does come in couples, in that partner temporary employment is associated with a higher likelihood of own temporary employment. A significant portion of this result is driven by individuals with partners in temporary employment themselves exhibiting characteristics predisposing them to temporary employment. These results are largely consistent across Europe. Accumulation of part-time employment is also observed, albeit at a smaller scale. However, it occurs at the two extremes of the income distribution only, among very low-earning and very high-earning couples. In contrast, in the middle of the income distribution, there is no association between partner and own part-time employment, which is more consistent with classic household specialization patterns. An association between partner and own part-time employment is only found in a minority of European countries, most systematically in Northern and Western Europe, but also in some Southern and Eastern European countries.
Creative workers in media industries work under particular employment conditions and structures that can be described as "atypical employment". For most of the creative workforce, employment is not ...full-time, and the average annual income is low and unpredictable. It is important for the creative workforce to know that reputation plays a decisive role in overcoming barriers of entry to networks, and obstacles to employment in artistic-creative projects. Thus, it is crucial to learn how reputational capital can be built, developed, preserved and expanded. Therefore, this paper will present a theoretical framework for reputation management that demonstrates the complex cause-and-effect relationships among a creative worker's reputational capital as an intangible resource in a media network. It will be shown that a creative worker's personal branding has instrumental value for the development and maintenance of reputational capital. Moreover, this paper conceptualises reputation management based on a review of related literature for the purpose of conceptual development.
This study explores the relationship between individual wellbeing and atypical employment, which includes both temporary and part-time employment schemes. Individual wellbeing is measured in terms of ...subjective indicators of mental health, general health status, life satisfaction, and job satisfaction. It addresses four questions: (1) Are workers on a temporary contract more likely to report poor health and poor life and job satisfaction than those who are employed in permanent jobs? (2) Is this the case for part-time workers compared to those who are in a full-time job? (3) Do changes in employment profiles (e.g., from a fixed-term contract to a permanent job, or from part-time employment to full-time employment) affect individuals’ health and life satisfaction? (4) Are there differences in such relationships between men and women? To answer these questions, logistic regression models were used to analyse a panel of almost 7000 male and female workers from the first 10 waves of the British Household Panel Survey, 1991–2000. Controlling for background characteristics, atypical employment does not appear to be associated with adverse health consequences for either men or women, when both health and employment are measured at the same time. However, there is evidence that job satisfaction is reduced for seasonal/casual workers and is higher for part-timers. Taking account of selection issues does not change the general picture: the chances of poor mental and physical health and low life satisfaction are unaffected by atypical employment and some of the effects of job satisfaction persist. In addition, very few employment transitions appear to be consequential for a worsening in health outcomes, which tends to be observed in the case of job satisfaction. Although the pattern of results suggests that atypical forms of employment do not have durable adverse health consequences on workers, public policies that aim at improving the working conditions of workers in weak bargaining positions should give special attention to equity issues, including the possible health effects of experience of work in atypical employment arrangements.
Current debates about the gig economy pay increasing attention to the heterogeneity of platform workers. Using a large sample of 10,574 freelancers from an international online labor market, this ...article investigates the association between individual work values and career trajectories, constructed as a combination of current employment status and future career intentions. The authors consider not only the pure form of freelancing but also hybrid models when people have multiple jobs, combining freelancing with a regular job as an employee (moonlighters) or starting their own business with hired employees (entrepreneurs). The findings suggest that freelancers, moonlighters, and entrepreneurs have distinct work value profiles reflecting the opportunities and constraints in gaining specific rewards from their work. In contrast to moonlighters, freelancers and entrepreneurs are similar in their relative preference for intrinsic values and ignoring security values. In contrast to freelancers, entrepreneurs and moonlighters value social recognition but do not seek a comfortable job. In contrast to entrepreneurs, freelancers and moonlighters prefer a job that meets their abilities. The authors argue that different work values must be better acknowledged when trying to reflect adequately on participation and mobility in the gig economy. The study contributes to a deeper understanding of the gig economy as well as to the general literature on the role of work values in labor markets.
Objective
The
Slash
(multiple-job holders) become increasingly prevalent in the labor force under the context of fast-developing gig economy and other emerging employment forms active on platforms. ...However, health outcomes of multiple-job holding have not received sufficient research treatment and is far from reaching consensus. This study provides an empirical investigation on the influence of multiple-job holding on individual health.
Method
This study uses data from China Health and Retirement Longitudinal Study (CHARLS-2015 survey) which covers 28 provinces/municipalities in China and tracks work and health status of the population aged over 45 years using stratified random sampling (
N
= 12,659–16,526 for examinations of different types of health status (i.e., chronic conditions/body aches/depression, in study 1), and from the Survey of Household Economics and Decision-making (SHED-2019) which is conducted by the Federal Reserve Board of the United States and documents economic behavior and related risks of the population aged over 18 years (
N
= 6603 for baseline model and
N
= 10,718 for supplementary test, in study 2). To address the potential endogeneity of multiple-job holding, the instrumental variable (IV) regressions are conducted to ensure the validity of results. The implementation of Study 1 and 2 in different national context could help test the generalization of research results.
Results
Compared with non-multiple jobs holding, multiple-job holding with only one additional job is associated with better health status (i.e., less chronic conditions and body aches, a lower level of depression shown in study 1, and better self-assessed general health shown in study 2), however, multiple-job holding with at least two additional jobs turns to be associated with worse health status (shown in both study 1 and 2). These results show that the optimal level of multiple-job holding could be featured with one additional job besides the primary job.
Conclusion
Multiple-job holding, with different structures, has both bright and dark side for health outcomes. To maintain an optimal level of multiple-job holding could benefit individual health.
Labor market 'flexibilization' or 'deregulation' is seen by many as a requirement for economic and occupational growth. As one route towards more flexibility, many European countries increased the ...so-called atypical or non-standard forms of employment while leaving the regulation of existing employment relations largely unchanged. In Italy, this led to a strong segmentation of the labour market. As employment is the only connection to a series of welfare entitlements, this praxis might lead to strong cleavages in the society. In this paper, we investigate the ongoing process of labour market 'flexibilization' and its consequences for individual labour market careers and social inequalities and ask whether the deregulation has fulfilled the expectations attached to it. In detail, we study the entries into the marginal labour market and the consequences for employment careers of these forms of 'new' flexible employment. Empirical findings based on Indagine Longitudinale sulle Famiglie Italiane data cast doubts on the effectiveness of the specific form of market deregulation in Italy and confirm strong long-term implications of atypical employment episodes for career chances.
The Covid-19 pandemic and the way this health crisis has been handled has changed labour market inequalities. We argue that workers are affected differently by changed work and employment conditions, ...depending on the workers' employment relations and study the impact of remote work, polarization of the core, and peripheral workforce as well as changes in working time during the Covid-19 pandemic on perceived employment insecurity. Based on data from the Swiss Household Panel and its special wave ("Covid-19 Study"), our results show that the perceived employment insecurity is related to employment strategies aimed at increasing flexibility in the labour market. In particular, short-time work increased perceived employment insecurity.
This article addresses two questions about the standard employment relationship that have become prominent in labour law literature: Does it exacerbate inequality? Is its decline inevitable? The ...focus is on the second question and emphasizes the extent to which the standard employment relationship was both embedded in, and the outcome of, an institutional ensemble that was fashioned out of the post-war capital–labour compromise in industrialized democracies. The analysis proceeds in three steps. The first is conceptual and stresses the distinctive nature of labour as a fictive commodity, and the recurring regulatory dilemmas that arise in any attempt to institutionalize a labour market. The second step historicizes and contextualizes the employment relationship, emphasizing politics and conflict (power resource theory) over rational choice and coordination (new institutional economics) as the basis for its institutionalization. The emphasis on politics, power and labour leads to the third step, which focuses on how the broad process of financialization influences three key institutions – the large manufacturing firm, the democratic welfare state and autonomous trade unions – that have been crucial for the development of the standard employment relationship.
Dualization is a recurrent concept in analysing the political economy of labour market reforms in European countries. While it helps to make sense of changes at the margin of labour markets, so far, ...it remains unclear whether there are repercussions for standard employees. The paper examines this question by assessing changes in the German labour market. We argue that the growing availability of non-standard work increases pressure on core workers to accept more flexibility. The study yields two results. First, labour market reforms were, indeed, targeted at outsiders and continued in small and sometimes contradictory steps. The direction of change was determined by the socio-economic problem pressure of the respective period, but independent of government composition. Second, while insiders objected to such marginal flexibilization in principle — once the reforms were in place — they reacted with wage moderation and other instruments, thus strengthening their competitiveness relative to flexible workers.
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